7th Pay Commission MACP Scheme

7th Central Pay Commission MACP Scheme

MACP Rules Regulations PDF

7th Pay Commission Modified Assured Career Progression Scheme (MACP Scheme) for the Central Government Civilian Employees

Latest Clarification on MACP Scheme 

MACP Pay fixation procedure: 12 Years and 24 Years ACP Scheme and 10 Years, 20 Years and 30 Years MACP Scheme

Modified Guidelines on MACP: The MACPS will continue to be administered at 10, 20, and 30 years as before. Under the Scheme, the employee will move to the immediate next Pay Level in the new Pay Matrix.

MACP Screening Committee: A Screening Committee shall be constituted in each Department to consider the case
for grant of financial upgradations under the MACP Scheme, The Screening Committee shall consist of a Chairperson and two members The members of the Committee shall comprise officers holding posts that are at least one level above the level in which the MACP is to be considered and not below the rank of Under Secretary equivalent in the Government The Chairperson should generally be a level above the members of the Committee

MACP Stepping Up Rules: No stepping up of pay in the level would be admissible with regard to junior getting
more pay than the senior on account of pay fixation under the MACP Scheme.

MACP Date of next increment: The employee may have an option to get this fixation done either on the date of promotion or w.e.f. the date of the next increment as per the option to be exercised by him.

MACP Orders: No reservation orders/roster shall apply to the MACPS, which shall extend its benefits uniformly to all eligible SC/ST employees also. However, the rules of reservation in promotion shall be ensured at the time of regular
promotion, For this reason, it shall not be mandatory to associate members of SC/ST in the Screening Committee meant to consider cases for grant of financial up-gradation under the Scheme.

MACP Clarification: Any interpretational clarification of doubt as to the scope and meaning of the provisions of the MACP Scheme shall be given by the Department of Personnel and Training (Establishment-D). The MACP Scheme continues to be effective from 01.09.2008.

7th Pay Commission Modified Assured Career Progression Scheme

ACP and MACP Schemes are Promotional Schemes for Central Government Employees. ACP was introduced by the 5th Central Pay Commission and MACP was further modified by the earlier scheme of ACP and recommended by the 6th CPC.

ACP Scheme was applicable for the employees who were not granted any promotions in 12 and 24 years’ service. Whereas, the MACP Scheme was applicable for the employees who were not granted any promotions or up-gradation in 10, 20, and 30 years’ service.

7th Pay Commission Recommendations on MACP

The Modified Assured Career Progression (MACP) scheme has been further modified.

It is expected that the present formulation will address the widespread dissatisfaction prevailing in the earlier system, in which the gain or progression through the MACP was considered inadequate.

The remuneration package is such that employees would feel that they are valued and they are fairly paid and their remuneration is not less than a person who is similarly situated in another organization.

While addressing this aspirational need, we are also conscious of the fact that such employees who have outlived their utility, their services need not be continued, and the continuance of such persons in the system should be discouraged. Pay Fixation on Promotion after 1.1.17.

Demands on Modified Assured Career Progression (MACP)

Although a number of demands were received for increasing the frequency of MACP as well as to enhance the financial benefit accruing out of it, this Commission feels that the inherent issues in the existing pay structure owing to which there was widespread resentment have been set to justify by way of rationalization of pay levels, the abolition of pay band and grade pay and introduction of a matrix-based open pay structure.

7th Pay Commission Latest Clarification Orders on MACP Scheme

Hence, there is no justification for increasing the frequency of MACP and it will continue to be administered at 10, 20, and 30 years as before.

• In the new Pay matrix, the employees will move to the immediate next level in the hierarchy.
• Fixation of pay will follow the same principle as that for a regular promotion in the pay matrix.
• MACP will continue to be applicable to all employees up to the HAG level except members of Organized Group `A’ Services where initial promotions up to NFSG are time-bound and hence assured.
• MACP rules and regulations and Important supreme court judgment and Delhi High-count Judgement on MACP Scheme
• There is, however, one significant aspect where this Commission feels that a change is required.
• This is with regard to the benchmark for performance appraisal for MACP as well as for regular promotion.
• The Commission recommends that this benchmark, in the interest of improving performance level, be enhanced from ‘Good’ to ‘Very Good.’

In addition, the introduction of more stringent criteria such as clearing of departmental examinations or mandatory training before the grant of MACP can also be considered by the government. Dopt the latest orders on MACP.

MACP Rules Regulations

MACP: In almost all the memoranda received in the Commission, the inadequacy of the benefit accruing from the present MACP formulation has been underscored. 3rd MACP When Two Promotions are earned.

As per the existing dispensation, an upward movement in this scheme is through the grade pay hierarchy and the financial benefit as a result of this progression is equivalent to one increment plus the difference in grade pay between the existing and next level.

It has been stated by employees that this amount is very meager especially when the difference in grade pay is as low as Rs. 100.

Further, progression through the MACP scheme can take place only when ten years have lapsed after the previous promotion/MACP upgrade, making the position even starker.

Comparisons are also made of the MACP introduced post-VI CPC with the ACP scheme introduced post-V CPC. In the case of the earlier ACP schemes, although it was available with lesser frequency i.e., after the passage of 12 and 24 years of service, the upgrade that was given was in the promotional hierarchy. Benchmark for MACP Financial Upgradation Clarification.

Therefore the monetary benefit to the employee was sizeable as compared to that under the present MACP. Numerous demands have therefore been received in the Commission to rationalize the progression of grade pay, to increase the frequency of administering MACP and to make the progression follow the promotional instead of the grade pay hierarchy.

Consolidated Guidelines on MACP Scheme

Withholding Annual Increments of Non-performers after 20 Years: There is a widespread perception that increments, as well as an upward movement in the hierarchy, happen as a matter of course.

The perception is that grant of MACP, although subject to the employee attaining the laid down threshold of performance, is taken for granted. This Commission believes that employees who do not meet the laid down performance criterion should not be allowed to earn future annual increments.

The Commission is, therefore, proposing the withholding of annual increments in the case of those employees who are not able to meet the benchmark either for MACP or a regular promotion within the first 20 years of their service.

This will act as a deterrent for complacent and inefficient employees.

However, since this is not a penalty, the norms for penal action in disciplinary cases involving withholding increments will not be applicable in such cases.

This will be treated as an “efficiency bar”. Additionally, for such employees, there could be an option to leave service on similar terms and conditions as prescribed for voluntary retirement. [Para 5.1.46 in 7th CPC Report]

7th CPC MACP Illustration

Suppose, Ms. ABC, who, after having been fixed in the Pay Matrix, is drawing a Basic Pay of Rs.28,700 in Level 4. She is upgraded to Level 5 (either through regular promotion or through MACP). Then her salary will be fixed in the following manner…

1. She will first be given one increment in her current Level 4 (to Rs.29600 in this case).

2. Then she will be placed in Level 5 at a Level equal to or next higher compared to Rs.29600, which comes to Rs.30,100 in this case.

MACP Screening Committee

Grant of Financial Up Gradations under MACP – Screening Committee

The Department of Personnel and Training (DOPT) issued an important notification about the Modified Assured Career Progression Scheme (MACP Scheme) on 19.5.2009.

As per the notification, all Departments of Central Government shall be constituted a Screening Committee to consider the case for grant of financial upgradations under the MACP Scheme.

The Screening Committee shall consist of a Chairperson and two members. The members of the Committee shall comprise officers holding posts that are at least one level above the grade in which the MACP is to be considered and not below the rank of Under Secretary equivalent in the Government. The Chairperson should generally be a grade above the members of the Committee.

The recommendations of the Screening Committee shall be placed before the Secretary in cases where the Committee is constituted in the Ministry/Department or before the Head of the organisation/competent authority in other cases for approval.

In order to prevent undue strain on the administrative machinery, the Screening Committee shall follow a time schedule and meet twice in a financial year – preferably in the first week of January and the first week of July of a year for advance processing of the cases maturing in that half. Accordingly, cases maturing during the first half (April / September) of a particular financial year shall be taken up for consideration by the Screening Committee meeting in the first week of January. Similarly, the Screening Committee meeting in the first week of July of any financial year shall process the cases that would be maturing during the second half (October-March) of the same financial year.

However, to make the MACP Scheme operational, the Cadre Controlling Authorities shall constitute the first Screening Committee within a month from the date of issue of these instructions to consider the cases maturing up to 30th June 2009 for grant of benefits under the MACPS.

The MACPS contemplates merely placement on a personal basis in the immediate higher Grade pay /grant of financial benefits only and shall not amount to the actual functional promotion of the employees concerned. Therefore, no reservation orders/roster shall apply to the MACPS, which shall extend its benefits uniformly to all eligible SC/ST employees also.

However, the rules of reservation in promotion shall be ensured at the time of regular promotion. For this reason, it shall not be mandatory to associate members of SC/ST in the Screening Committee meant to consider cases for grant of financial up-gradation under the Scheme.

Cases of persons holding higher posts purely on an ad hoc basis shall also be considered by the Screening Committee along with others. They may be allowed the benefit of financial up-gradation on reversion to the lower post or if it is biennial vis-à-vis the pay drawn on an ad hoc basis.

5 Promotions in MACP

NC JCM STAFF SIDE DEMANDING FIVE PROMOTIONS IN THE SERVICE CAREER

Career progression: Grant five promotions in the service career.

For the efficient functioning of an institution, the primary pre-requisite is to have a contented workforce. It is not only the emoluments, perks and privileges that motivate an employee to give his best.

They are no doubt important. But what is more important is to provide them with a systematic career progression.

The present system of career progression available in the All India Services and the organised group A Civil services attracts a large number of young, talented and educated persons to compete in the All India Civil Service Examination.

No different was the career progression scheme available in the subordinate services in the past.

Persons who were recruited to subordinate services were able to climb to Managerial positions over a period of time.

The situation underwent vast changes in the last two decades. In most of the Departments, stagnation has come to stay. It takes decades to be promoted to the next higher grade in the hierarchy.

It was the recognition of the lack of promotional avenues in the subordinate services that made the 5th CPC recommend a time-bound two career progression scheme.

The three-time bound scheme of MACP instead of improving the situation has been found less beneficial and has therefore not gone to address the inherent problem of de-motivation that has crept in due to the high level of stagnation.

In most of the Departments, the exercise of cadre review which was considered important was not carried out. Any attempt in this regard was restricted to Group A services.

The discontent amongst the employees in the matter is of high magnitude today. The VII CPC, therefore, should recommend that the cadre reviews are undertaken wherever not done so far to ensure five hierarchical promotions to all employees in their career on the pattern obtained for Group A Officers.